Colorado Paid Leave Calculator: Colorado FAMLI Benefits (2026)

How much does Colorado FAMLI pay in Colorado?

Colorado Family and Medical Leave Insurance (FAMLI) pay 90 percent of your average weekly wage up to half the state average weekly wage ($804.46 from July 1, 2026), plus 50 percent of the rest, capped at $1,448.02 a week. A worker on $1,500 a week receives about $1,071.78, 71 percent of pay. Benefits run for up to 12 weeks in a benefit year for all reasons combined. There is no waiting period. To qualify you need at least $2,500 in FAMLI-covered Colorado wages over the base period, with no minimum tenure. The program is funded by a 0.88 percent premium split evenly between employee and employer, with employers of 9 or fewer paying no employer share. The cap resets every July 1 and applies to leaves already in progress. Figures effective July 1, 2026, checked September 14, 2026.

How is the Colorado weekly benefit calculated?

Colorado Family and Medical Leave Insurance (FAMLI) pay 90 percent of your average weekly wage up to half the state average weekly wage ($804.46 from July 1, 2026), plus 50 percent of the rest, capped at $1,448.02 a week. The state works out your average weekly wage from the wages your employers reported for the base period, not from your current pay stub, so a recent raise or a change of hours may not be reflected yet.

Three examples with the current figures. A Colorado worker earning $800 a week receives about $720, which is 90 percent of pay. At $1,500 a week the benefit is $1,071.78, or 71 percent. At $3,000 a week it is $1,448.02, because the $1,448.02 weekly maximum applies, or 48 percent. Anyone earning about $2,260 a week or more in Colorado receives the maximum, so the share of pay replaced keeps falling as wages rise above that. There is no weekly minimum.

How many weeks does Colorado FAMLI pay?

12 weeks per application year for all reasons combined, plus 4 additional weeks for pregnancy or childbirth complications and, from January 1, 2026, up to 12 additional weeks of neonatal care leave while an infant is in intensive care. The calculator caps the weeks you enter at the limit for the leave type you choose and shows the total, so you can see at a glance what 12 weeks would be worth at your wage.

Waiting period: none. The first week of an approved leave is a paid week, which is not the case in every state.

Who qualifies for Colorado FAMLI?

At least $2,500 in Colorado wages subject to FAMLI premiums over the base period (roughly the last year), from one or several employers. No minimum tenure for benefits.

Who pays for it: 0.88 percent of wages up to the Social Security wage base in 2026, split 0.44 percent employee and 0.44 percent employer; employers with 9 or fewer employees owe no employer share. The benefit itself comes from the state fund or an approved private plan, not from your employer's payroll, which is why it continues if you change jobs during the base period and why it is separate from any company parental or sick leave you also have.

Is your job protected while you receive Colorado FAMLI?

FAMLI protects the job of an employee with at least 180 days of service with the current employer before the leave begins.

The state job-protection law that applies in Colorado: Family Care Act: FMLA leave extended to care for a domestic or civil-union partner, FMLA-covered employers (C.R.S. 8-13.3-201). FAMLI carries job protection after 180 days of employment. The federal FMLA adds 12 weeks of unpaid, job-protected leave for employees with 12 months of service and 1,250 hours at an employer with 50 or more employees, and where both apply the paid benefit and the FMLA run at the same time rather than back to back.

When do the Colorado figures change?

The state average weekly wage ($1,608.91 for July 2026 to June 2027) and the cap reset every July 1 and apply to leaves in progress on that date as well as new ones. The figures on this page took effect on July 1, 2026 and were checked on September 14, 2026 against the amounts published by Colorado FAMLI Division. Statute: C.R.S. 8-13.3-501 ff.